Erring on the side of providing extra context and information can help employers minimise the time and frustration associated with heightened scrutiny of employee-sponsorship applications, according to an immigration specialist.
Employers should "absolutely" check that every one of their employees has the right to work in Australia - even if they have no grounds for doubt - under the government's tough new approach to immigration compliance, according to a legal specialist.
Does your organisation meet every single compliance obligation for sponsored workers and temporary visa holders? Is it ready to be audited at a moment's notice? Watch this webcast to understand its obligations.
The federal government's hard-line approach to immigration doesn't just pose a risk to organisations employing a large number of 457-visa holders, or to smaller companies with poor HR processes; it affects any employer of a worker who isn't a permanent resident, according to immigration strategist Alan Chanesman.
Employers must start preparing for more active policing of sponsorship arrangements under impending changes to the 457-visa scheme, says immigration expert Alan Chanesman.
A recent Federal Circuit Court of Australia ruling that cost a company nearly $350,000 indicates just how vigilant the Fair Work Ombudsman will be in pursuing breaches of foreign worker laws, warn lawyers from Holding Redlich.
It is now far easier for the government to prosecute employers whose staff breach their visa requirements - and ignorance will provide no defence, according to migration law specialist Enza Iannella.
Imminent changes to the 457-visa system will create more work for HR in terms of establishing the "genuineness" of their need for overseas workers, according to employment lawyer Fiona Inverarity.
Employers will need to be more vigilant about checking the visa status of their workers, with new legislation making it much easier for the government to prosecute non-compliant companies, according to an immigration law specialist.
Employers that attempt to recover costs associated with sponsoring workers could find themselves on the wrong side of the law, placing their ongoing eligibility as a sponsor at risk, says immigration law specialist Katie Malyon.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
